RULE 10 - EMPLOYEE PERFORMANCE EVALUATIONS

Introduction - r1 r2 r3 r4 r5 r6 r7 r8 r9 r10 r11 r12 r13 Summary
Purpose (10.1)
Types of Evaluations (10.2)
Evaluation Procedures (10.3)
Submission (10.4)
Appeal (10.5)
Employee Performance Evaluation Form (Department Head/Deputy Department Head)
Employee Performance Evaluation Form (General Employees - Exempt)
Employee Performance Evaluation Form (General Employees – Non-Exempt)
    1. Purpose:
      2.

      The purpose of this rule is to establish the requirements to complete the performance evaluations for all general employees.

    2. Types of Evaluations:
  1. Probationary Evaluation: Probationary employees will have their job performance evaluated prior to, or at the conclusion of, the applicable probationary period. Separate or additional evaluations may be made at other times during the probationary period at the discretion of the supervisor or the Department Head.
  2. Regular Evaluation: Regular employees, including Department Heads, will have their job performance evaluated annually on their anniversary date. For regular employees who have been promoted and/or transferred, their job performance will be evaluated at six (6) months. Thereafter, evaluations will be completed on the employee’s anniversary date. Separate or additional evaluations may be made at other times at the discretion of the supervisor or Department Head.
  3. Promotional Evaluation: Regular employees who are on promotional probation will have their job performance evaluated at the end of their promotional probation, normally six (6) months, to determine successful completion of promotional probationary period. Separate or additional evaluations may be made at other times during the promotional probationary period at the discretion of the supervisor or the Department Head.
  4. Disciplinary Evaluation: Employees who are on disciplinary probation will have their job performance evaluated at the end of each thirty (30) day period. If the employee’s job performance is not improved in a six (6) month period, the employee will be terminated (See Rule 6). Separate or additional evaluations may be made at other times during the disciplinary probationary period at the discretion of the supervisor or the Department Head.
  1. Other evaluations: When an employee is promoted or transferred, the employee’s current supervisor or manager will complete a performance evaluation prior to the transfer or promotion.
    1. Evaluation Procedures:
      2.

      Evaluations will be made on the Employee Performance Evaluation Form provided or any form subsequently designated for the purpose by the Department of Human Resources.

      Further, to the extent possible, any disciplinary conduct or performance issue, which requires correction or other attention, will be promptly documented.

      Evaluations will be discussed with each employee evaluated. The purpose is to provide the employee and City with constructive feedback. An evaluation that is less than satisfactory on any factor will be discussed with the employee, and the employee will be given the opportunity to address the concerns noted. The employee and supervisor must each sign the evaluation. All employees whose overall evaluation is less than satisfactory may be subject to immediate termination or other corrective action. Employees whose overall evaluation is less than satisfactory will not receive a pay increase until their performance rating is 2.0 or higher.

    2. Submission:
  1. Completing and discussing an evaluation will be the responsibility of the immediate supervisor. All evaluations must be reviewed and approved by the Department Head who will then forward them to the Director of Human Resources.
  2. Employee performance evaluations must be considered in all matters concerning changes in the status of the employee.
  3. The Department of Human Resources will review all performance evaluations for compliance with completing per written instructions. Inaccurate or incomplete appraisals will be returned to the Department Heads for correction.
  4. Employee has the option to attach performance related comments to the evaluation specific to the evaluation within seventy-two (72) hours.
    1. Appeal:

For General Employees, the decision of the Department Head will be final. In the event that the Department Head is the Reviewing Officer, there is no appeal from his/her decision. For Department Heads, the decision of the City Manager or City Auditor and Clerk, for their respective employees, will be final.

If an employee feels a conflict exists regarding their performance appraisal, he/she may address the issue under Rule 13, Problem Solving/Conflict Resolution Procedure.

Introduction - r1 r2 r3 r4 r5 r6 r7 r8 r9 r10 r11 r12 r13 Summary

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